影响工作倦怠的组织情境因素与高校师资队伍建设

角色压力、组织承诺、组织公正、组织支持感是可影响工作倦怠的因素,因此,高校师资队伍建设应加强对管理者的培训,采取积极措施帮助教师主动应对造成职业倦怠的因素,这样,才能提高教师的工作积极性和工作效率,才能构建和谐发展的高校。     

Mael组织认同问卷的修订及其与教师情感承诺的关系

以338名中小学教师和256名高校教师为研究对象,以组织认同问卷和情感承诺问卷为工具修订了麦尔组织认同问卷,并对教师组织认同和情感承诺的关系进行了考察。主要获得以下结果:1.麦尔组织认同问卷具有较好的信度与效度;2.教师的组织认同与其情感承诺是两个相关但不同的心理结构。     

高校教师工作价值观与组织承诺等相关变量的关系研究

本文运用相关分析、方差分析的方法,探讨了人口学变量（性别、年龄、职称和高校类型）对教师工作价值观的影响。同时运用结构方程建模的方法,利用自编的教师工作价值观量表和其他标准化量表考察了工作价值观与组织承诺、工作满意度、工作绩效、离职倾向的关系。结果显示,工作价值观能直接影响组织承诺的相关维度,也能直接提高教师的工作满意度,组织承诺能有效提高工作满意度,组织承诺和工作满意度又能显著降低离职倾向。     

Organizational Citizenship Behavior,Organizational Communication,and Burnout: The Buffering Role of Perceived Organizational Support and Psychological Contracts

This study investigated the communicative role of perceived organizational support and psychological contracts in fulfilling exchange relationships and buffering burnout in employees contributing extra role time organizational citizenship behaviors (ERT-OCB). The lens of social information processing positioned burnout as a job attitude subject to the influence of the organization’s communication environment that informs employees as to the value they and their extra role time contributions hold with the organization. Participants (N = d461), high school teachers coaching debate teams from 46 states, completed questionnaires. Findings showed that both organizational support and psychological contract fulfillment buffered the positive relationship between ERT-OCB and burnout.     

What promotes teachers’ turnover intention? Evidence from a meta-analysis

Given the importance of teacher attrition, researchers have used various methods to investigate reasons that teachers want to leave their profession; but little attention has been paid to distinguishing and comparing the contributions of a range of factors to teachers' turnover intention and to investigating and clarifying the potential moderating roles of age, gender, grade level, and cultural context. The aim of the current meta-analysis was to fill the gaps left by omissions in the research. A total of 94 studies, 99 independent samples, and 269 effect sizes were included in this study (n = 39,508). The associations between twelve antecedents and turnover intention were negative, and nine of them were strong. Trust, professional identification, and organizational commitment were the three most important protectors; job satisfaction, climate, justice, support, work engagement, and intrinsic motivation were also important. Burnout, workload, and stress were positively related to turnover intention; and burnout was the most important predictor of teachers' turnover intention. The effect sizes of the demographic variables were small; furthermore, the relationships between most of the antecedents and teachers’ turnover intention were stable regardless of their age, gender, cultural context, and grade level. Burnout and intrinsic motivation showed a stronger relationship with turnover intention in younger teachers (vs. older teachers); specifically, younger teachers with higher burnout and lower intrinsic motivation tended to show higher intention to quit. Gender had a small moderating effect on the relationship between work engagement and intrinsic motivation. Age was negatively related to turnover intention only in the context of collectivist cultures as compared with that of individualist cultures. Limitations, implications, and suggestions for future research are included.     

社会支持在特殊教育学校教师职业枯竭与职业承诺之间的调节作用

以918名特殊教育学校教师为被试,采用问卷调查法,考察了社会支持与特殊教育学校教师职业枯竭、职业承诺之间的关系。结果发现：社会支持在特殊教育学校教师职业枯竭与职业承诺之间起调节作用。据此,本研究提出教育建议：降低特殊教育学校教师的职业枯竭感,为特殊教育学校教师提供社会支持。     

河南省高中教师工作倦怠现状调查及影响因素研究

通过对全省某次教师会议358名河南省高中教师施测核心自我评价问卷,组织认同问卷和工作倦怠问卷,对河南省高中教师工作倦怠现状进行调查,并探讨核心自我评价和组织认同对工作倦怠的影响。     

中学教师工作倦怠的预测因素研究

采用组织契约违背问卷、离职意愿问卷和教师工作倦怠问卷,对350名中学教师实施测评,对获取的288份有效数据进行统计分析,结果表明:组织契约违背和离职意愿对工作倦怠的主效应显著;教龄、学历、学校、组织契约违背和离职意愿与工作倦怠相关显著,对工作倦怠的总体解释度达到22%;教龄、学历、学校、组织契约违背和离职意愿可以作为工作倦怠的预测因子。     

师范类大学生专业承诺、学习倦怠现状及其关系研究--基于唐山师范学院

采用相关量表对200名师范大学生进行了专业承诺和学习倦怠的调查研究。结果表明,当前师范院校大学生的专业承诺水平较低,学习倦怠水平较高。专业承诺中的情感承诺是当前大学生学习倦怠的最重要的预测变量。针对性地提出了提高师范院校大学生的专业承诺水平、消除学习倦怠的合理化建议。     

Impact of satisfaction and commitment on teachers’ organizational citizenship

This study examined the impact of job satisfaction and organizational commitment on teachers’ organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers and organizational commitment mediated the relation between job satisfaction and OCB.     

The mechanism of teaching–research conflict influencing job burnout among university teachers: The roles of perceived supervisor support and psychological capital

This study examined the relationship between teaching–research conflict and job burnout among university teachers and the moderating role of perceived supervisor support (PSS) and psychological capital (PsyCap) in this relationship. Using a cross-sectional design, data were collected from a convenience sample of 488 university teachers in China. Hierarchical regression analysis was performed to examine the moderating role of PSS and PsyCap in the relationship between teaching–research conflict and job burnout. The results showed that (a) teaching–research conflict was positively linked to emotional exhaustion and depersonalization but negatively linked to personal accomplishment, (b) PSS moderated the effects of teaching–research conflict on both emotional exhaustion and depersonalization but did not act as a moderator in the relationship between teaching–research conflict and personal accomplishment, and (c) PsyCap moderated the effect of teaching–research conflict on all three dimensions of job burnout.     

Relationships among organizational commitment, job satisfaction, and learning organization culture in one Korean private organization

The purpose of this study is to identify dynamic relationships among organizational commitment, job satisfaction, and learning organization culture in a Korean private company. Using a sample of 669 employees from five subsidiaries of a Korean conglomerate, this research found that learning organization culture is moderately and positively related to job satisfaction. In addition, organizational commitment, except for continuance commitment, was found to be moderately and positively related to learning organization culture and job satisfaction. This research enables CEOs and HR practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables that can be applied in their management, interventions, and practices.     

97名中小学领导的自我监控性及其组织承诺、工作满意度的相关研究

考察97名中小学领导的自我监控性与组织承诺、工作满意度之间的相关，研究发现：中小学领导在自我监控性和组织承诺及其感情承诺、规范承诺方面均呈显性相关；中小学领导的自我监控性可以作为组织承诺及其规范承诺、继续承诺的预测指标；中小学领导的自我监控性与工作满意度之间无显性相关。     

Teachers’ Commitment and psychological well-being: implications of self-beliefs for teaching in Hong Kong

Despite ample research on commitment in industrial settings, there has been no systematic attempt to investigate outcomes associated with teacher commitment. Therefore, the aim of this study was to examine the relationship between teacher commitment and psychological well-being in the work place using questionnaires. Hong Kong teachers (N?=?857) participated. Hierarchical regression analyses were used to investigate how the three aspects of commitment pertaining to the organisation and occupation predicted relevant outcomes. Results showed that affective and normative commitment positively predicted psychological well-being in the work place: interpersonal fit at work, thriving at work, feeling of competency, perceived recognition at work, desire for involvement at work and job satisfaction. Continuance commitment was a negative predictor of some outcomes. Results of the current study provide support to Meyer’s 3?×?2 factor model of commitment. Findings are discussed in relation to the situation of teachers in the Hong Kong context.     

公共行政组织中的组织承诺问题研究

组织承诺一直以来被用作预测工作绩效和离职意向的重要指标,公共行政组织独特的性质决定了其在社会中的重要性,所以,研究公共行政组织的组织承诺变得尤为重要。基于此,试图通过梳理现有关于公共行政组织组织承诺的研究,分析影响组织承诺的因素,并试图提出当前提高公共行政组织的组织承诺的有效途径。     

The impact of organizational learning capacity from the socio-cognitive perspective on organizational commitment

This study is to examine the impact of organizational learning on affective commitment in Korea. In particular, this study addressed the importance of organizational learning as an HRD strategy from the socio-cognitive perspective. Data were collected from four large companies located in the area of Seoul, South Korea. There were 233 usable questionnaires yielding a response rate of 61 %. Multiple regression analysis and principal factor analyses were applied to conduct a data analysis. The results showed that a linear relationship existed between the organizational learning capacity and affective commitment (R ² = .495). Four dimensions were statistically significant with the exception of “feedback.” Participative decision-making is the most important factor. Finally, the study discussed some implications for HRD theory and practice.     

高校青年教师职业承诺与其职业生涯管理的结构关系

高校青年教师的职业承诺和职业生涯管理不仅影响着教师个体的发展,也影响着高校的发展。为了了解高校青年教师职业承诺与其职业生涯管理之间的结构关系,本研究运用＂职业承诺问卷＂和＂自我职业生涯管理调查问卷＂,对来自不同高校的218名青年教师进行了调查。结果发现,高校青年教师职业承诺对其职业生涯管理的影响仅在有限的几个维度之间存在：（1）情感承诺、继续承诺对个体的职业探索存在显著性影响;（2）情感承诺对继续学习存在显著性影响;（3）情感承诺、继续承诺对职业目标、注重关系以及自我展示的影响是以规范承诺为中介的。     

人力资源管理中的教师组织承诺结构研究

本研究通过访谈、文献分析、问卷调查,采用探索性因子分析和验证性因子分析等方法,探讨了高校教师组织承诺的结构维度。结果显示,高校教师的组织承诺结构由感情承诺、理想承诺、关系承诺、条件承诺、持续承诺和责任承诺六个因子构成。     

Psychological states and working conditions buffer beginning teachers’ intention to leave the job

The high turnover rates of beginning teachers are an issue of continuing concern in education. However, little is known about the motivational process that encourages beginning teachers to stay in the teaching profession. This study investigated how working conditions (job insecurity, teacher autonomy, collective responsibility, reflective dialogue, and deprivatised practice) and psychological states (teacher self-efficacy and affective commitment) influence turnover intentions. A sample of 272 beginning teachers from 72 Flemish (Belgian) primary schools was recruited for this questionnaire-based study. Path analysis revealed that teacher self-efficacy and affective commitment directly reduced the intention to leave the job. Furthermore, teacher self-efficacy and affective commitment fully mediated the relationships between teacher autonomy and the intention to leave the job and collective responsibility and the intention to leave the job. These findings provide insight into the underlying psychological processes of beginning teachers to leave education.     

高职院校教师工作压力与工作倦怠的相关研究

目的:探讨高职院校教师工作压力与工作倦怠的关系。方法:以某沿海省份6所高职院校的421名教师为研究对象,采用工作压力问卷和高校教师工作倦怠问卷进行调查。结果:1.高职院校教师的工作倦怠整体水平不严重,个人成就感维度的性别差异显著,男教师显著高于女教师。教龄在组织去人性化维度上差异显著。在组织去人性化、情绪枯竭、科研耗尽感三个维度上,未婚教师得分显著低于已婚教师。工作压力维度上,性别在工作无乐趣维度上差异显著,教龄在职称评聘维度上差异显著。2.工作压力各维度均能够预测工作倦怠及其各维度。结论:高职院校教师工作倦怠程度并不严重,工作压力能够较好地预测工作倦怠。